Progress towards Employment Equity in Institutions of Higher Education in South Africa

Kola, Malose; Pretorius, S. G.

doi:10.5901/mjss.2014.v5n20p1316

Cited by 2 publications

(1 citation statement)

References 15 publications

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“…Equal employment opportunity is one of the most crucial HR management practice in organisations (Peete, 2018, p. 61). Kola's (2012) study indicates that the South African government implemented a strategy known as affirmative action and subsequently introduced the Employment Equity Act to redress the inequities caused by the apartheid era, where some employees were given more opportunities than their counterparts. For many years, researchers have been interested in the relationship between sharing of information and organisational commitment (Laka-Mathebula, 2004;Meyer & Allen, 1991).…”

Section: Each Of These Hr Management Practices Is Discussed Belowmentioning

confidence: 99%

Relationship between organisational commitment and effectiveness of human resource management practices in a South African information technology company

Setsena

Botha

Paul-Dachapalli

2021

SA Journal of Human Resource Management

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Orientation: This article presents the characteristics associated with organisational commitment levels and the perception of the effectiveness of human resource (HR) management practices in a South African information technology (IT) company.Research purpose: The objective of this research was to investigate whether there was a significant positive relationship between organisational commitment levels and the effectiveness of HR management practices amongst employees within the IT company along the lines of age, gender, race, educational level and tenure.Motivation for the study: Companies are becoming increasingly interested in the promotion of commitment amongst employees because of the numerous benefits associated with organisational commitment, such as improved employee performance and reduced employee turnover.Research approach/design and method: A quantitative research approach was used and a structured questionnaire, validated from previous studies, consisting of close-ended questions was used. A convenience sampling was used and a sample size of 309 participants was used to collect necessary data. Data were collected and analysed using the Stata V15 statistical analysis software. The results were interpreted with frequencies and percentages using tables and figures.Main findings: The results indicated that a positive relationship between organisational commitment and HR management practices exist. In terms of variables, demographical groups vary.Practical/managerial implications: Mangers need to understand employees’ perceptions and attitudes towards the HR management practices employed in the organisation to determine whether these particular HR management practices achieve desirable outcomes.Contribution/value-add: This study will contribute to an in-depth understanding of the effectiveness of HR management practices in managing the high turnover in organisations and to improve employee commitment in South African IT companies.

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Section: Each Of These Hr Management Practices Is Discussed Belowmentioning

confidence: 99%

Relationship between organisational commitment and effectiveness of human resource management practices in a South African information technology company

Setsena

Botha

Paul-Dachapalli

2021

SA Journal of Human Resource Management

View full text Add to dashboard Cite

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Global Diversity in Higher Education Workforces: Towards Openness

Wilson

Handcock

Hosking

et al. 2022

Open Library of Humanities

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In this article we discuss the collection and nature of diversity data relating to origin (ethnicity, race, nationality, indigeneity), gender/sex and disability in higher education institutional workforces across 24 locations within Africa, Asia, Europe, Latin America, North America and Oceania. The research emerges from the Curtin Open Knowledge Initiative project (n.d.), in which we analyse data relating to published research literature, its open access status, citations and collaborations for institutions, publishers and research funding bodies. Our project explores demographic data relating to workforce diversity and research production; we examine who creates knowledge and how diversity is transmitted through research. Collecting and analysing higher education workforce demographic diversity data reveals a global datascape with considerable variation in practices and data collected. The data reflect political and social histories, national and international policies and practices, priorities and funding. The presence and absence of public data provide an opportunity to understand differing national situations and priorities beneath the statistics. We open a conversation about how the concepts of equity, diversity and inclusion differ between groups of countries, which makes global comparisons difficult. By identifying higher education data and gaps, we also encourage institutions and countries to review their workforce demographics and their intersection with research production. Awareness of institutional diversity levels through data analysis can guide institutions towards knowledge openness.

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Progress towards Employment Equity in Institutions of Higher Education in South Africa

Abstract: This article aimed at investigating the progress made with the problem of Employment Equity (EE) in higher education

Cited by 2 publications

References 15 publications

Relationship between organisational commitment and effectiveness of human resource management practices in a South African information technology company

Relationship between organisational commitment and effectiveness of human resource management practices in a South African information technology company

Global Diversity in Higher Education Workforces: Towards Openness

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